I need to make my first real executive hire to run our operations, but I am terrified they will bring big corporate bureaucracy and try to scrap our lean EOS processes. How do we test for cultural and operational fit during the hiring process?

Question

Tyler Smith · Accepted Answer

To hire your first true leader without bringing in enterprise bloat, you must evaluate them against two non-negotiable standards before you even look at their resume: your Core Values and the specific conative requirements of the seat. Do not rely on standard interviews, which are often just exercises in status management. First, use the Accountability Chart to define the exact five major responsibilities of the seat. The candidate must fully GWC (Get It, Want It, and have the Capacity to do it) this role. To test for the Capacity, administer the Kolbe A Index. A corporate executive who scores high in Fact Finder and Follow Thru might design beautiful, complex procedures but fail in an entrepreneurial environment that requires a higher Quick Start score to handle risk, make rapid decisions, and experiment. Second, integrate your company Charter into the final interview stage. Present them with real, messy operational issues from your current Issues List. Ask them to walk you through how they would run an IDS® session to solve them. Watch for signs of intellectual arrogance or a desire to build empire-building administrative layers. A true fit for your leadership team will embrace open, honest communication and run toward problems rather than hiding behind reports.